The purpose of this correlational study, grounded in the motivation-hygiene theory, was to assess the relationship between employee turnover intention and job satisfaction, employee compensation, employee engagement, employee motivation, and work environment. A convenience sample of 156 hospitality employee from Western Georgia; Central Mississippi; and North Central Texas completed an online survey. Simultaneous multiple linear regression was the statistical technique used to analyze this data. In the final model, the 5 predictors accounted for approximately 36% of the variance in turnover intention, and the result was statistically significant, (R² =. 36, F (5, 105) = 11.57, p < .001). Motivation was not a significant predictor of employee’s turnover intentions. Ultimately, hospitality leaders’ ability to implemented strategies and policies into their business practice to reduce high turnover is vital for organizational to retain skilled worker while maintaining profitability. The study underscores the importance of job satisfaction, employee compensation, employee engagement, and work environment to reduce employee turnover in the hospitality industry. The fact that motivation was not a significant predictor of turnover intentions, this study opens avenues for further research on turnover intentions and motivation. Human beings are complex individuals and so what motivates them is also complex. Further research is needed to examine responses of individuals on different forms and processes of motivation to provide a more meaningful contribution of the role that motivation plays on turnover intentions, not only in the hospitality industry but other industries as well.
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In-Text Citation: (Holston-Okae & Mushi, 2018)
To Cite this Article: Holston-Okae, B. L., & Mushi, R. J. (2018). Employee Turnover in the Hospitality Industry using Herzberg’s Two-Factor Motivation-Hygiene Theory. International Journal of Academic Research in Business and Social Sciences, 8(1), 216–244.
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